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The 21st century's medicine is predominantly female: two thirds of medical students now are women. In 375 BCE, Plato argued for equal education for male and female professions, explicitly physicians. In Greece and Rome, tombstones testify for patients' gratitude to women physicians. Christianization opened an era of female subordination. When universities established faculties of medicine during the 13th century, women were excluded and had no place where they could study medicine. Since 1850, female medical studies have been debated. Zürich admitted women from 1864, Paris from 1866. Up until the 1920s, treatment of newborns – especially preterm infants – was in the domain of obstetricians. When pediatricians accepted responsibility for sick newborns, women founded hospitals and public health facilities for infants. After WW2, women took leading roles in research. Their share within pediatrics increased from below 10% to above 60%. But they achieved less than 20% of full professor or chair positions in Europe and less than 35% in the US. Female neonatologists reached fewer positions in editorial boards, authorships, h-factors, keynote lectures, and research grants than did male colleagues. Women pediatricians earned 24% less than did male colleagues. When adjusted for labor force characteristics, the pay gap was still 13%. Women can augment their career chances by setting targets, seeking mentorship, and strengthening self-confidence. Women's careers should be effectively accelerated by institutional support: research offers, part-time work, paid research time, maternity/paternity leave, and support for childcare. Research-oriented neonatology cannot afford to lose female talents. [ABSTRACT FROM AUTHOR]

Gender differences in economic outcomes are important topics in social science research. However, the study of gender differences among economic elites—"the top one percent"—has received surprisingly little attention, likely also due to a lack of empirical data. This paper investigates gender differences in individual and household income among the top one percent of individual monthly net incomes and top two percent of net household incomes using data from the German Microcensus from 2006 to 2016 covering more than 3.3 million individuals. I find that women account for only around 14% of the one percent in individual incomes. Additionally, regarding the household level, women's incomes are sufficient to achieve two percent status in fewer than 10% of all households. Both numbers did hardly change over the decade from 2006 to 2016. Furthermore, women's pathways to belonging to a high‐income household are far more dependent on their partner's education and employment status than men's. Overall, the findings thus show dramatic gender differences among the German economic elite that do not narrow over time. [ABSTRACT FROM AUTHOR]

This briefing examines the potential for a decolonial feminist approach to indigenise postgraduate research supervision in South African universities. It presents a conceptual framework that challenges the traditional Eurocentric and patriarchal structures of academia, foregrounding the experiences and knowledge systems of black African women. The framework incorporates indigenisation and decolonial feminism, advocating for an academic environment that is more inclusive and equitable. The application of this framework is illustrated through a case study of a course taught by the authors, emphasising the potential for transformation in teaching and learning methods as it relates to postgraduate research supervision, institutional policies, and the development of student identities. The briefing concludes with a call for more studies into the application and impact of this approach, as well as integration of this approach into institutional policies and practices. By putting the needs and experiences of black African women at the centre and valuing the diversity of knowledge systems, this work contributes to the ongoing discourse on transformation in South African academia and offers valuable insights to other contexts facing similar challenges. [ABSTRACT FROM AUTHOR]

This article explores patterns of change in the advancement of academic women's leadership at universities in Ghana. Referred to as the 'glass ceiling', women generally suffered great setbacks in their advancement in leadership positions, although recent events have led to the appointment and election of women into top-level leadership positions at universities. At a conference at the University of Ghana, organised by the Merian Institute for Advanced Studies in Africa in September 2022, one attendee commented that "It seems the women are taking over", due to the number of women occupying top-level positions at the university. Existing literature on women's leadership at the universities have not adequately explored the implications of the recent appointment of women vice-chancellors on the perception of women's leadership and advancement of the careers of other women at universities. This article sets out to investigate the challenges women face in the advancement of their careers, and implications of the recent appointment of women into leadership positions. Using a feminist decolonial lens, it inductively analyses semi-structured interviews with key academic women as well as men in leadership positions at selected universities, backed with the authors' experience as female academics, and employment records. It adds to knowledge on the gradual advancement of women to top leadership positions at universities. [ABSTRACT FROM AUTHOR]

Copyright of Mediterranean Journal of Sport Science (MJSS) is the property of Mediterranean Journal of Sport Science (MJSS) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

A part of diversity management is working to achieve gender equality and create a comfortable working environment for women. However, in many organizations, gender biases and stereotypes frequently occur, consciously or unconsciously, regardless of whether women take on leadership roles. In addition, women must overcome a variety of challenges when taking on leadership roles or aspiring to become leaders. Based on the above background, we review and integrate the literature on management and career studies related to the challenges that women face in the process of advancing to leadership positions in organizations. Specifically, we examine the external and internal factors that create the various obstacles that women who aspire to leadership positions in structured organizations face from a gender perspective. Based on the integrative review, we discuss the implications for practices to increase the number of female leaders. [ABSTRACT FROM AUTHOR]

Although female employment rate in working life is high today, it is unfortunately not possible to see the same rate in managerial staff. Barriers to women's promotion to senior executive positions are based on gender, roles, stereotypes and prejudices, defined as invisible barriers in the glass ceiling concept. The fact that female workforce, has been more involved in working life in recent years necessitates to conduct a study on the concept of glass ceiling. The aim of this study is to examine the concept of "glass ceiling" by considering the theoretical information in this matter and the results of the studies conducted around the world. In this regard, this study aims to reveal can be done in the process of struggling with the glass ceiling, drawing attention to the gender-related stereotypes, prejudices, female workforce abroad and in Turkey, glass ceiling factors leading to these barriers, the measures that can be taken against the barriers and regulations. For this purpose, many studies conducted on this issue in different countries have been examined. These studies have shown that the ‘glass ceiling’ effect makes its presence felt in organizations that are actively present in professional working life all over the world. The results obtained from these studies also reveal that this situation negatively affects the careers of female employees and brings about important problems in their daily working lives.

Implicit gender bias may affect hiring and promotion decisions, implying inefficiencies in the outcome of selection processes. We focus on the dynamics of gender bias when selecting candidates for a committee or position, and obtain the long-run female share as well as the conditions for a glass ceiling effect in a hierarchical structure. Candidate selection is modeled as a Markov process, where the outcome of the dynamic selection process is affected by bias asymmetries and incumbency advantages. Moreover, we formalize and characterize different types of glass ceiling, analyze how the gap between the groups evolves in the corporate hierarchy and show that the dynamics of promotion may indeed generate glass ceilings.

As females are actively participating in every sector, the obstacles faced by them in their careers attracted the attention of researchers. The main purpose of this study was to systematically review the literature about the glass ceiling in the healthcare sector, published between the years 2000 to 2019, with no geographical limitations. Additionally, the barriers resulting from the glass ceiling were also explored. For this purpose, literature was searched from various databases, and grey literature was also used for the review. After applying all the steps of inclusion and exclusion criteria, a total of 32 studies were evaluated for this paper. Results were obtained by mainly focusing on the existence of a glass ceiling in healthcare and the barriers/factors of the glass ceiling. The findings showed that although the number of females is increasing in the healthcare sector, there is still an underrepresentation of females in senior positions. The existence of a glass ceiling is the main reason for this. The main barriers to the glass ceiling in the healthcare sector that are obstructing the way of females are organizational, societal, and personal. There is a long way to go for females in the healthcare sector.

Using microdata between 1998 and 2020, this study provides potential explanations for the gender wage gap in South Korea, which continues to be the largest among Organisation for Economic Co-operation and Development (OECD) countries. Although improvement in females’ relative measured labor market characteristics plays an important role in the reduction of the gender wage gap, these characteristics cannot explain a large part of the gap, and wage convergence between full-time male and female workers has slowed over the period. Indeed, the unexplained gender wage gap has become larger than the explained gender wage gap. This is confirmed when a decomposition of the gender wage gap is performed across the wage distribution. This study provides evidence of the existence of a glass ceiling. In addition, this study shows that, in South Korea, where conservative gender-related norms still persist, the effects of marriage and childbirth can help to account for a dramatic increase in the gender wage gap for female workers in their 30s and 40s.

In this article, the parity of genders is analyzed among authorities of the Ecuadorian system of higher education. The objective is to evaluate the temporal evolution of the incorporation of women into university leadership positions. University authorities are understood to be rectors, vice-rectors, and intermediate positions, such as deans, directors, and coordinators. For the theoretical discussion, the concepts of glass ceiling and vertical segregation are taken into account for explaining the findings. Two databases were analyzed that were constructed with information from reports that universities provide to the Board of Higher Education (Consejo de Educación Superior), which regulates the system. With these data, a descriptive statistical characterization was developed of the relative composition of men and women in leadership positions, considering the following variables: academic title, age, type of institutional financing, time in the university, and time until promotion. The final two variables are necessary requirements for accessing a leadership position. It is shown that the relative composition of men in senior positions has been a tradition in Ecuadorian higher education, a situation that has been reverted in recent years, in particular in intermediate positions, but that has still not changed in terms of the most prominent positions, such as rectors.

ÖZ: Türkiye’de yiyecek ve içecek sektörü; “emek yoğun” olduğu kadar son yıllarda “kadın yoğun” bir sektör haline gelmiştir (Tükeltürk ve Perçin, 2008). Türkiye’de turizm sektörü içerisinde, istihdam edilen kadın çalışan sayısı, diğer sektörlere göre daha yüksektir. Bunun nedeni olarak da; kadınların turizm sektörü içerisinde bilgi ve becerisine dayanan iş alanlarının daha fazla olması söylenebilmektedir (Şit, 2016). TÜİK (Türkiye İstatistik Kurumu) verilerine göre Türkiye’de; 15 yaş ve üzeri birey sayısı toplamda 59 milyon 894 bin olup; bu sayının 29 milyon 649 bini erkek, 30 milyon 244 bini ise kadındır. Söz konusu nüfus içerisinde iş gücüne katılan erkek sayısı 21 milyon 484 bin iken, bu sayı kadınlarda 10 milyon 159 bine düşmektedir. Bu durum, Türkiye’de kadınların iş gücüne katılımın düşüklüğünü göstermektedir. 2017 yılında kadınların iş gücüne katılım oranı ise % 33,6’dır. 2019 Ağustos ayı verilerine göre; Türkiye’de konaklama ve yiyecek içecek işletmelerinde çalışan toplam kayıtlı çalışan sayısı 110150 kişidir. Bu sayısının içerisinde kadın çalışan sayısı 25813’dür. Bu sayılar mevsimlik işçilerden arındırılmış sayılardır. ABSTRACT: The food and beverage sector in Turkey; as well as being "labor intensive", has become a "women-intensive" sector in recent years (Tükeltürk and Perçin, 2008). The number of female employees employed in the tourism sector in Turkey is higher than in other sectors. As the reason for this; it can be said that women have more job fields based on their knowledge and skills in the tourism sector (Şit, 2016). According to TUIK (Turkish Statistical Institute) data, in Turkey; The number of individuals aged 15 and over is 59 million 894 thousand in total; 29 million 649 thousand of this number are men and 30 million 244 thousand are women. While the number of men participating in the labor force in this population is 21 million 484 thousand, this number decreases to 10 million 159 thousand for women. This shows the low participation of women in the labor force in Turkey. The labor force participation rate of women in 2017 was 33.6%. According to the data of August 2019; The total number of registered employees working in accommodation and food and beverage businesses in Turkey is 110150. The number of female employees in this number is 25813. These numbers are excluding seasonal workers.

Women are underrepresented in leadership positions – academia is no exception. Using data on careers of doctoral graduates in Germany, we study gender differences in the decision to stay at university as a postdoctoral researcher and in the intention to become a professor. We find that gender gaps related to aiming for a professorship can be fully explained by observable characteristics other than gender. On the contrary, even after adding controls for an array of characteristics relevant to academic careers, we find female graduates to be 5.9 percentage points less likely to hold a postdoctoral position which allows them to qualify for professorship. [ABSTRACT FROM AUTHOR]

In recent decades, there has been a massive incorporation of women into the labor market. However, the belief that certain jobs or business functions can be performed better by people of one gender than the other has not allowed for widespread changes in the business culture to achieve effective equality between women and men in companies. Examples of this are unequal access to employment, vertical and horizontal segregation in occupations, wage discrimination, problems in reconciling personal and professional life, or difficulties in accessing management positions in companies (glass ceiling). Other determinants of gender inequalities have been long working hours, as well as the presence of employees, characteristic of European business culture. The progress achieved to date began with the incorporation of women into the labor market under unequal conditions that soon called for the need to establish a regulatory framework to try to eradicate them. The legal status of women in Europe has undoubtedly improved as a result of the development of European regulations, which have been binding in the development of business policies in the Member States and have succeeded in modifying the organizational climate through proposals such as the development of Equality Plans or salary audits. Examples of the most recent legislative initiatives of the European Union on equality that affect business practices are Directive 2022/2041/EC on adequate minimum wages in the European Union or Directive 2022/2381/EC on a better gender balance among directors of listed companies. This study attempts to systematize the changes in the legislation on effective equality between men and women in business and to analyze its effect on organizational culture through the information available in the statistics on gender equality--mainly from the European Union--which gather quantitative and qualitative information on the adaptation of business culture to the new legal framework and the overcoming of gender stereotypes that have been guiding business management in the last decade. [ABSTRACT FROM AUTHOR]

The aim of the study is to determine the effect of glass ceiling, power distance, occupational self-efficacy and role model in the career advancement of women. The study is designed in quantitative research design and relational survey model. The research is carried out on female employees working in public hospitals of Ordu Provincial Directorate of Health. The data collection process is collected between 2 March 2022 and 11 April 2022 through convenient sampling method. The sample consists of 324 female health employees. Data is analyzed using SPSS 25 and PROCESS macro statistics software. The relationship among the variables is identified by using correlation and regression analysis. Correlation and regression analysis are applied to determine the relationship between the variables. The research findings reveal positive relationships between female employees' career advancement, and occupational self-efficacy and role model. The findings also exhibit that there are negative relationships between female employees' career advancement, and glass ceiling and power distance. In addition, the findings show that there is a positive relationship between the glass ceiling perception of female employees and power distance, but a negative relationship with the role model. On the other hand, no significant relationship is found between the glass ceiling perception of female employees and occupational self-efficacy. According to the results of the mediation test conducted through the PROCESS macro, the glass ceiling perception of female employees has a mediating effect in the relationship between career advancement and, role model and power distance. [ABSTRACT FROM AUTHOR]

Workplace sexual disparities are often attributed primarily to discrimination or other nefarious causes, leading to findings of legal liability based upon statistical disparities. That conclusion rests implicitly on the Standard Social Science Model, which assumes that the sexes are largely identical and would have similar workplace experiences and outcomes absent discrimination. The findings of evolutionary psychology challenge that assumption. Evolved differences in temperament and cognitive patterns lead to average differences in talents, tastes, and interests. The widely decried "underrepresentation" of women in some, but not all, STEM fields can be explained in part by differences in vocational personality (especially the "people-things" dimension) and cognitive patterns (relative strengths in verbal, quantitative, and spatial abilities). The "glass ceiling" is at least partially attributable to sex differences in personality (e.g., competitiveness and risk-taking), differences in intensity of career commitment, and the tendency of highly able women disproportionately to remove themselves from the labor force voluntarily. The "gender gap" in earnings is attributable in large part to women's working different jobs, working fewer hours, and placing a lower priority on wages than other job attributes than men do, factors that result in a larger earnings gap between self-employed men and women than between male and female employees. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Social Sciences Research / Sosyal Bilimler Arastirmalari Dergisi is the property of ODU Journal of Social Sciences Research and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In this article I analyze the insertion of Latin American Non-Hispanic Whites and African Americans and immigrant men and women in managerial occupations in the United States and establish the extent to which the intersectionality of gender, race, and ethnicity can explain the unequal participation of workers in these occupations. In the analysis I make use of data from the American Community Survey (ACS 2019), from which I conduct descriptive analyses and fit econometric models. The results confirm that the lower participation of African Americans and immigrants from Latin America and the Caribbean in managerial occupations is in many cases due to their lower human capital, but also to the effect generated by the intersection of the social constructs of gender, race and ethnicity.

Este trabajo tiene por objetivo conocer la situación del profesorado en tecnología educativa de las universidades españolas y la visibilidad de su investigación tomando dos dimensiones básicas: la productividad y el reconocimiento. Es un estudio documental con análisis cuantitativo, focalizado en cuatro dimensiones: la presencia de mujeres en las universidades públicas españolas en el campo académico de la Tecnología Educativa; las categorías profesionales que desempeñan (a través de las webs institucionales); el H-Índex extraído de la red social académica Researchgate (analizados con IBM SPSS STADISTICS Versión 27) y la participación de las mujeres en dos de los congresos de Tecnología Educativa referentes en el ámbito español e internacional: EDUTEC el de la Iniciativa de la Asociación para el desarrollo de la Tecnología Educativa y de las Nuevas Tecnologías aplicadas a la educación (EDUTEC) y las Jornadas Educativas de Tecnología Educativa (JUTE) -a través de los programas publicados-. Los resultados dan cuenta de que las mujeres docentes del campo de la Tecnología Educativa en España representan más del 41% del total. Esa representación no se corresponde con la presencia visible en los diferentes ámbitos académicos que indican productividad y reconocimiento. La mirada de género del campo académico de la Tecnología Educativa en España no es muy optimista, en cuanto reproduce los esquemas que se visualizan en la mayoría de las áreas de conocimiento. /// The aim of this study is to find out the situation of teaching staff in educational technology at Spanish universities and the visibility of their research, taking two basic dimensions into account: productivity and recognition. It is a documentary study with quantitative analysis, focused on four dimensions: the presence of women in Spanish public universities in the academic field of Educational Technology; the professional categories they work in (through institutional websites); the H-Index extracted from the academic social network Researchgate (analysed with IBM SPSS STADISTICS Version 27) and the participation of women in two of the Spanish international conferences leading Educational Technology: the Initiative of the Association for the Development of Educational Technology and New Technologies applied to Education (EDUTEC) and the Educational Technology Conference for Education (JUTE) (through the programmes published). The results show that women teachers in the field of Educational Technology in Spain represent more than 41% of the total. This representation does not correspond to the visible presence in the different academic fields that indicate productivity and recognition. The gender perspective of the academic field of Educational Technology in Spain is not very optimistic, as it reproduces the patterns that are seen in most areas of knowledge.

In recent decades, there has been a massive incorporation of women into the labor market. However, the belief that certain jobs or business functions can be performed better by people of one gender than the other has not allowed for widespread changes in the business culture to achieve effective equality between women and men in companies. Examples of this are unequal access to employment, vertical and horizontal segregation in occupations, wage discrimination, problems in reconciling personal and professional life, or difficulties in accessing management positions in companies (glass ceiling). Other determinants of gender inequalities have been long working hours, as well as the presence of employees, characteristic of European business culture. The progress achieved to date began with the incorporation of women into the labor market under unequal conditions that soon called for the need to establish a regulatory framework to try to eradicate them. The legal status of women in Europe has undoubtedly improved as a result of the development of European regulations, which have been binding in the development of business policies in the Member States and have succeeded in modifying the organizational climate through proposals such as the development of Equality Plans or salary audits. Examples of the most recent legislative initiatives of the European Union on equality that affect business practices are Directive 2022/2041/EC on adequate minimum wages in the European Union or Directive 2022/2381/EC on a better gender balance among directors of listed companies. This study attempts to systematize the changes in the legislation on effective equality between men and women in business and to analyze its effect on organizational culture through the information available in the statistics on gender equality—mainly from the European Union—which gather quantitative and qualitative information on the adaptation of business culture to the new legal framework and the overcoming of gender stereotypes that have been guiding business management in the last decade.

This paper examines young women university students' expectations of gender inequalities in the workplace, drawing upon semi-structured interviews with 21 young women at three mid-high ranking universities. Our original findings show that the young women were factoring-in expectations of the gendered workplace as a backdrop to their career choices and life-planning. Critically, these young women are relatively privileged and educationally successful, yet are framing their career choices in light of expectations of gendered constraints. We label this phenomenon the 'mirrored ceiling', as these expectations are reflected back onto young women's current experiences and life-mapping. Crucially, these pervasive understandings of gendered workplaces and career trajectories were transpiring at a critical moment when young women are making crucial choices about their careers and life-courses. The specific environment of the university is a pivotal space of formal and informal learning, and the circulation, sharing and (re)production of the mirrored ceiling. This is also a key moment in time and space when career services, and specific industries could intervene in proactive ways to demonstrate how gender inequalities are being challenged. This paper therefore uncovers an important, and previously overlooked factor influencing gendered career pathways, which needs addressing by careers services and broader university practices. [ABSTRACT FROM AUTHOR]

The research paper titled "Breaking Barriers: Challenges Faced by Women in Corporate Decision-Making Roles' ' sets out on an investigation of the steady gender variations that hinder women's support and progression in corporate leadership positions. Against the backdrop of increasing mindfulness about gender equality and the basis for different points of view in decision-making, this study looks to analyze the complex challenges women experience on their excursion to breaking the glass ceiling. Through a thorough examination of organizational dynamics, social standards, strategy structures, and genuine encounters, the research paper plans to illuminate the intricacies surrounding gender diversity in corporate meeting rooms and give insights into fostering more inclusive and impartial corporate conditions. "Breaking Barriers: Challenges Faced by Women in Corporate Decision-Making Roles" embarks on a profound exploration of the persistent gender disparities that obstruct the path of women aspiring to achieve leadership positions in the corporate world. Against the backdrop of evolving societal norms and the imperative for diverse and inclusive corporate environments, this study delves deep into the multifaceted challenges that women encounter while navigating the trajectory towards breaking the glass ceiling. Through an in-depth analysis of organizational dynamics, cultural paradigms, policy frameworks, and firsthand accounts, this research paper seeks to illuminate the complex landscape of gender diversity within corporate boardrooms. It aims to shed light on the enduring barriers that women face, analyze their impact on career progression, and propose strategies for fostering equitable and inclusive corporate cultures. [ABSTRACT FROM AUTHOR]

Assessing women's role in the audiovisual industry provides us with negative data regarding the number of women in the industry, which are also confirmed when factors such as their prominence or leadership in these audiovisual projects are considered. A quantitative and qualitative analysis was thus undertaken based on the need to examine this problem in depth to determine what is happening in the documentary or nonfiction genre, which has exhibited significant growth thanks to the demand for content from subscription video-on-demand (SVoD) streaming platforms. This research analyzes data on the number, prominence, and leadership of women through a review of the 35 Spanish productions in this genre that were produced and/or distributed exclusively on the three leading platforms in Spain between 2016 and 2021. Accordingly, the 2,099 jobs created by these productions have been evaluated, providing data on the occupations and level of responsibility that women had. The research findings confirm the overall data. In addition, they allow us to determine why, although the documentary genre has been associated with greater opportunities for women, this has not held true within the streaming market, where this genre has achieved a greater impact. This underrepresentation of women is especially prominent in the area of leadership. [ABSTRACT FROM AUTHOR]

Gender equality plans are an eligibility criterion in research funding under Horizon Europe from 2022. The article analyzes the ideas of gender equality in a European and national context and the applicable terminology. Discussions on indicators of gender equality in higher education, national specifics and approaches to their implementation are presented. The aim of the article is to systematize the issues, methodological problems and solutions in the development of GEPs, examining the theoretical foundations, regulation, statistics and good practices in Europe and Bulgaria. The topic is gaining popularity in our country and so far the emphasis has been on building organizational capacity and culture, instead of engaging with specific indicators of gender equality. [ABSTRACT FROM AUTHOR]

In life and employment, women face discrimination. The glass ceiling prohibits women from obtaining top management and leadership positions in male-dominated sectors. This study has conducted bibliometric analyses to analyze and highlight the glass ceiling literature. Authors searched international conferences and journals for relevant papers. This study evaluates 1,199 publications from the Scopus database's core collection between 1988 and 2021 to visualize the Glass ceiling. This research analyses co-occurrence, co-citation, and bibliographic coupling to discover the field's most important subjects, authors, and works. The extent of the glass ceiling, current publication patterns, significant regions, key articles, and critical publications were also studied. This research reveals that the glass ceiling is evolving. This research delivers vital insights and conclusions on the glass ceiling's future. Also, rich and developing nations have significant knowledge differences. [ABSTRACT FROM AUTHOR]

The proportion of women researchers and those holding research leadership positions in the health sciences in Africa has increased but women still remain vastly underrepresented. The current research landscape shows a shift toward large collaborative, transdisciplinary and transnational platforms that require both strong scientific and relational leadership, which many researchers have often not been required or incentivized to develop. Given women's underrepresentation, this changing landscape may likely have a differential impact as they may not have the experience and confidence to navigate these spaces. This paper will provide perspectives on gender and research leadership from African researchers in the health sciences, and identify the core competencies, skills and experiences needed to be a successful research leader. It will also share strategies and actions that researchers, institutions and funders should adopt when shaping the career development of women researchers and addressing national health challenges at African higher education institutions. [ABSTRACT FROM AUTHOR]

Copyright of Akademik Hassasiyetler is the property of Huzeyfe Suleyman Arslan and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of KADEM Journal of Women's Studies is the property of Women & Justice Association / Kadin & Demokrasi Dernegi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background & Purpose: With the growth of societies, women nowadays are much more involved in organizations and jobs than ever before and are active as an influential workforce. Although there has been a lot of progress in the presence of women today comparing with the past, the structural and social barriers and pressures to create a glass ceiling for women continue to this day. The purpose of this research is to design a glass ceiling approach to break based on grounded theory analysis. Methodology: This study is developmental in terms of result, exploratory in terms of the purpose, qualitative regarding methodology. Fifteen professionals including directors, officers, and professionals from different levels of the oil company took part in this study. The research data collection tool was interview and the data theory method was used to analyze the data. In the present study, the interviews were conducted in depth in the early stages, but because of the conceptual codes, the interviews were more purposeful and semi-open in order to properly conceptualize the topic. Findings: The analysis of the research codes after performing open coding and axial coding revealed a total of 829 open source coding, 424 coding, 307 sub-themes, and 61 main themes. Conclusion: Recognizing the causal factors, contextual and confounding conditions of the glass ceiling can increase the level of perception of women's empowerment as a basis for promotion and the level of organizational functions, both in human resource strategies and in enhancing the level of outcomes. This understanding can prepare the possibility to use the women’s abilities and promote gender equality in the organization.

During the socialization process, individuals internalize some attitudes and beliefs on social and political occasions, in line with the prevailing culture of the case. In this study, the attitude toward active political participation of women between male and female students has been examined. The sample size according to Cochran's formula is equal to 370 male and female students living in Tehran. Data were analyzed using Pearson correlation coefficient, simultaneous regression and Fisher's test using survey method and questionnaire technique. ‌Findings showed that there was no significant relationship between socio-economic status and attitudes toward women's active participation and among the variables affecting students' attitudes toward women's active political participation were variables such as a feeling of political effectiveness (women: r = 0.43 and men: r = 0.29), the existence of gender stereotypes (women: r = -0.50 and men: r = -0.35), belief in patriarchy (women: r = -0.58 and men: r = -0.37) and glass ceiling (female: r = -0.52 and men:r = -0.34) showed the most effect and gender analysis emphasized the effect of the mentioned cases among female students more than male students. The low presence of women in politics can be due to political socialization, which has seen politics as masculine and marginalized women. ‌ Political Participation, Gender Sociability, Gender Stereotypes, Glass Ceiling, Sense of Political Effectiveness. ‌‌Introduction‌The existence of political participation in any society indicates development, and each society shows its level of development according to the credibility and degree it gives to the presence and activity of women, but in reality, women achieve equal positions with men in various fields. Social and political are facing serious obstacles (Pishgahi Fard, Zahedi, 2018: 26). Although in recent decades there have been changes in women's social and political relations and along with increasing literacy and the development of higher education, empowerment, and women's demands have increased, the level of women's political participation is low (Nazari, 2014: 162 ). Aronson (2002) believes that growing up in a traditional society leads to the acceptance of most prejudices. A group of women consider social participation and presence in social and political arenas necessary and a group of women do not prioritize social participation and in line with their traditional status and context, they define preference around their family. Social structures create positive or negative attitudes toward participation in individuals and influence actors through the family institution, the educational institution, the social learning process, and the socialization process. In some cases, the existence of gender stereotypes, under the shadow of patriarchy, perpetuates a kind of glass ceiling and creates an obstacle to women's activities. Individuals act to prevent social exclusion within the framework of social norms based on their gender stereotypes (Ezazi, 2001: 45 and 46). In the divisions of social forces, women are consciously or unconsciously marginalized and their growth and development is considered insignificant to others. This process affects women in all social and political spheres and indicates the existence of a kind of glass ceiling and prevents the advancement of women according to implicit and unwritten agreements (Wirth, 2002: 2). The glass ceiling is defined as a metaphor for the inequality of women against men and implies a patriarchal monopoly in developing countries (Shafi et al., 2019). MethodologyThe main purpose of this study is to "examine students' attitudes toward women's active political participation" between the two groups of female and male students. Students are considered as a group that has a higher social status and are more influential in political and social affairs. This research has investigated students' attitudes using a survey method. After collecting information by processing and entering the data into the computer and using SPSS software, statistical activities were analyzed at the descriptive and inferential levels of research findings. The statistical population of this study includes students of Tehran, Allameh, Al-Zahra, Imam Sadegh, Tarbiat Modares, and research universities who lived in Tehran. After taking the variance in the pre-test stage, using Cochran's sampling formula, 370 students were systematically selected and by proportionality, 205 female and 165 male students living in Tehran were examined. ResultAccording to the results of the social and economic status of female students has a higher average than male students. In the simultaneous regression model, social and economic status, sense of political effectiveness, belief in patriarchy, belief in the glass ceiling and gender stereotypes as predictor variables and attitudes toward women's active political participation entered the equation as criterion variables. Aiming to compare male and female students, first using Fisher's conversion to compare multiple correlation coefficients, the findings indicate that there is a significant difference between male and female students. A comparison of predictor variables also shows that in both groups of male and female students, feelings of political effectiveness, belief in patriarchy, belief in the glass ceiling, and the existence of gender stereotypes can predict attitudes toward women's active political participation. But the social and economic situation is not able to predict the attitude towards women's active political participation. A comparison of standardized regression coefficients shows that belief in patriarchy and belief in the glass ceiling in female students has a higher coefficient than in male students. The presence of gender stereotypes has a higher coefficient in men and there is no difference in the standardized regression coefficient in the sense of political effectiveness. Based on this, the main hypothesis of the present study is confirmed. This means that the variables of a feeling of political effectiveness, belief in patriarchy, belief in the glass ceiling and the existence of gender stereotypes can predict attitudes towards women's active political participation. A comparison of groups shows a significant difference in the explained variance between groups. In the women's group, predictor variables play a greater role in explaining attitudes toward women's active political participation. For women, the belief in patriarchy and the existence of a glass ceiling has the greatest impact, and for men, the belief in patriarchy and the existence of gender stereotypes have the greatest impact on a positive attitude towards women's active political participation. Conclusion The results of the study emphasize that students' attitudes are overshadowed by the culture of patriarchy and the existence of gender stereotypes, and this issue is not different between male and female students, although female students have more understanding and experience. Despite benefiting from the socio-economic status, students still follow the previous conditions and have not shown a change in their attitude towards women's active political participation and attending university has not created a positive attitude towards women's active political participation. Today, due to the expansion of higher education, women have a maximum presence in universities, but contrary to expectations, they do not show active political participation and have shown a minimal share. According to the research conducted in this field (Sadeghi Fasaei, 2015), women's participation in all fields not only does not have a systematic body and model but is also influenced by the discourse space of the ruling structure. Although women have become an influential and active force in the past, structural and social barriers and pressures to create a glass ceiling due to the hegemonic layers of power acceptance continue (Shafi, 2019: 1) and it can’t be hoped that students due to the base that Are leading to positive changes in this area.

According to data from the Spanish Association of Advertising Agencies, 90% of management positions in communication companies are occupied by men. However, the percentage of women studying communication degrees in Spanish universities, and specifically bachelor’s and master’s degrees in advertising and public relations, is higher than that of male students. This study evaluates the gender perspective taught in advertising and public relations degrees in Spain, to determine whether society demands this female vision of communication, PR, advertising and institutional and corporate activity. Furthermore, it gathers opinions on the role of women in the structure of communication companies. Based on triangulation, the methodology combines a content analysis of university syllabi, a questionnaire for students or graduates, and a panel of experts made up of academics teaching degree courses in advertising and public relations and communication practitioners. The results point to adequate and constantly (r)evolving training, in which skills and curricula meet the professional environment. Factors such as crisis, digital progress, the expansion of new work formats and the new role of the consumer require multidisciplinary teams with transversal skills – where women have a significant role to play.

Tourism industry is one of sectors that have potential to develop and grow in the next few years in Sri Lanka. According to Tourism Development Strategy of Sri Lanka, tourism industry is expected to be the largest foreign exchange earner by 2024. The principal focus of this study was to explore major factors that affect women’s participation and non-participation in the hospitality industry in Ella DS division Sri Lanka. The study used a deductive approach, and primary data were collected through a self-administered structured questionnaire. Samples were 60 women, consisting of thirty women involved in the hospitality industry and thirty women of the non-hospitality industry, randomly selected. Results were analyzed using descriptive statistics and inferential statistics. The results found that the differences in language skills and problem-solving had the most significant effect on women’s participation in hospitality industry. Besides, childcare responsibility and lack of experience were affected women’s involvement in this industry. The results also showed that most of the non-hospitality workers have language barriers (33.3%), lack of knowledge about tourism industry (23.3%), and lack of opportunities to engage in tourism work (13.3%). Based on the results, 53.3% of 30 non-hospitality workers had an idea to be involved in tourism and hospitality industry in the future, while the remaining 46.6% had no idea to be involved.

In the framework of literature devoted to corporate governance and board composition, we take a peculiar viewpoint and focus on the presence of university professors in the governing body of Italian banks. In particular, we test whether the gender quota regulation increased the presence of female professors as directors. We find evidence of a relevant increase in the probability of designating women from the academia in the years immediately following the entry into force of the gender quota regulation in Italy, whereas no significant increase is in place for male professors over the same period. Our results suggest the need to enhance the career opportunities for women up the C-levels in order to fuel diversity in the boardrooms, not only in independent but also in executive roles. In light of the empirical evidence provided, a re-thinking of gender quota regulations would also be advisable in order to better pursue the desired outcomes.

Recent studies describe Jordan as a context where the encounter between modernity and tradition in the framework of neo-liberal transformations in the labour market have brought about paradoxes affecting women’s lives. Despite several policies to implement gender equality introduced by the government, the rapid reduction of the gender gap in education experienced in the last decades is slow to be carried over into areas of social and economic life. Stemming from this backdrop, this article aims at contributing to the scholarly discussion about the influence of patriarchal constructs in Jordanian educational and labour market. The article considers textbooks as tools for social change and focuses on qualitative and quantitative analysis of a sample of most recent student books addressing the entry, middle and final stages of primary education in mathematics. By providing a detailed analysis of gendered representations in the sample, the article highlights the implementation of relevant strategies to safeguard gender inclusion and equity. At the same time, it points at the underrepresentation of female role models and at the reiteration of some stereotypical social constructs, especially representing women as alienated from specific working sectors as the vocational one.

Although the inequalities known as the "glass ceiling" are not a recent phenomenon in society, research addressing their effects still is. Studies show that scientists' interest in this type of inequality has been in evidence since the 1990s. Although research on mature women within organizations and the barriers posed by the "glass ceiling" effects are on the rise, there is still a theoretical gap about the obstacles young women, between 21 and 30 years old face. Based on qualitative research, carried out through semi-structured interviews with this group, we show that the "glass ceiling" and "crystal wall" effects can be felt even at the beginning of the career. Professional barriers, such as lack of experience, intensify gender inequalities and age discrimination in the selection process for internship or hiring. We conclude that young women adopt credibility strategies to deal with these difficulties. [ABSTRACT FROM AUTHOR]

The present paper explores the two components of the glass ceiling effect: promotion barriers for women to the executive sphere and a gender‐based differential in executive pay. The research setting is the British oil industry, which constitutes a male‐dominated sector. Analyzing both components separately, the results suggest that females are promoted more frequently to the executive ranks while they experience a pay bias compared to men. Thus, the analysis reveals that the glass ceiling is cracking in this gender‐imbalanced industry. Yet, pay discrimination still exists. However, within the narrow corridor of executives, the present study suggests that gender pay discrimination diminishes the higher one who climbs up the executive ladder. The latter finding raises the cynical question: How far up the hierarchy ladder does a woman need to climb to overcome gender‐based pay discrimination? [ABSTRACT FROM AUTHOR]